The Level 2 Recruitment Resourcer, and the 14 providers delivering it.
Identifying, attracting and shortlisting candidates as part of the recruitment process.
About this apprenticeship
What this apprenticeship covers
The apprenticeship focuses on the candidate-facing side of recruitment. Apprentices learn how to source and attract candidates using job boards, social media, and databases, then screen and shortlist applicants against vacancy requirements. They develop skills in writing job adverts, conducting telephone pre-screens, maintaining accurate candidate records, and supporting compliance with employment legislation and data protection rules. They also gain an understanding of the full recruitment cycle and how their role contributes to placing candidates in suitable positions.
Day-to-day responsibilities
A recruitment resourcer typically spends their week searching candidate databases and LinkedIn, posting vacancies on job boards, and calling candidates to assess suitability. They update applicant tracking systems, arrange interviews, and liaise with consultants or hiring managers about shortlists. Writing clear, accurate job adverts is a regular task, as is responding to candidate enquiries by phone and email. Keeping records compliant with GDPR and internal processes is an ongoing part of the role rather than a separate activity.
Career outlook
Completing this apprenticeship is a direct route into a recruitment consultant role, where responsibility shifts from sourcing to managing the full placement process, including business development. Common progression titles include Recruitment Consultant, Talent Acquisition Specialist, and Resourcing Coordinator. Employers range from high-street recruitment agencies and executive search firms to in-house talent teams in sectors such as healthcare, technology, construction, and professional services. With experience, roles in senior consultant, team leader, or people operations positions become accessible.
Top providers by achievement rate
View the full Recruitment Resourcer provider ranking
Official 2024/25 achievement rates for Recruitment Resourcer, published by the Department for Education. Learner numbers shown - providers with fewer than 30 leavers are listed separately. Only 2 providers have enough 2024/25 data to be ranked for this standard, so this is a short table rather than a competitive field. The DfE rounds achievement and leaver counts to the nearest 10, so a rate marked * is approximate and the true figure may be lower. How this table works
| # | Provider | Achievement rate | Pass rate | Learners |
|---|---|---|---|---|
| 1 | 62.2%+0.5 | 100% | 50 | |
| - | National average for this standard(220 leavers nationally) | 61.7% | ||
| 2 | 44%-17.7 | 100% | 30 | |
| – | Aurelia Training few learners | 85.7% | 100% | 10 |
| – | Am 2 Pm Group Holdings Limited few learners | 85.7% | 100% | 10 |
| – | GLP Training few learners | 77.8% | 100% | 10 |
| – | Juice Talent Development Limited few learners | 70.6% | 100% | 20 |
| – | The Apprenticeship Centre few learners | 61.9% | 100% | 20 |
| – | Davidson Training UK Ltd few learners | 61.1% | 100% | 20 |
| – | Dot few learners | 60.9% | 100% | 20 |
Contains public sector information licensed under the Open Government Licence v3.0. Source: Department for Education, apprenticeship national achievement rate tables, 2024/25. Rankings are compiled by FATP and are not endorsed by the DfE. Providers with DfE-suppressed data (very few learners) are not shown.
Career outcomes
Roles after completion
Completing this apprenticeship typically leads to roles such as Recruitment Resourcer, Candidate Resourcer, or Talent Sourcing Assistant within a recruitment team. Some completers move directly into a junior Recruitment Consultant position, particularly where they have built strong candidate pipelines and client-facing experience during the programme. The role involves searching job boards, screening CVs, conducting initial candidate calls, and maintaining applicant tracking systems.
Progression paths
Within three to five years, many move into Recruitment Consultant or Senior Resourcer roles, taking on full-desk responsibility that includes business development alongside candidate management. From there, two tracks tend to open up: a leadership route toward Team Leader, Billing Manager, or Branch Manager; and a specialist route toward Senior Talent Acquisition Specialist or Internal Recruitment Manager, focusing on in-house hiring strategy rather than agency work. Further professional development, including Level 3 qualifications, supports both paths.
Where these roles sit
Recruitment agencies of all sizes hire at this level, from small independent consultancies through to large national and international staffing firms. In-house HR and talent acquisition teams across the public and private sectors also employ resourcers, particularly in organisations with high-volume or specialist hiring needs. Sectors with consistent demand include technology, healthcare, logistics, financial services, and construction. Both permanent and contract recruitment operations use this role.
How it's assessed
How the apprenticeship is assessed
Learning takes place in a real workplace from day one, with the apprentice building knowledge, skills and behaviours relevant to candidate identification, attraction and shortlisting as they carry out their role. Before moving to final assessment, the apprentice must pass a readiness check, often called a gateway, where the employer and training provider confirm the apprentice has reached the required standard. Final assessment then verifies that the apprentice can genuinely perform the work of a recruitment resourcer, not just describe it. Assessment models across many standards are currently being updated, so check the standard's gov.uk page for the current specification.
What learners need to prepare
The strongest candidates keep records of their real work throughout the apprenticeship rather than trying to reconstruct evidence near the end. That means saving examples of candidate searches, communications, shortlisting decisions and any relevant feedback from hiring managers as they arise. Working closely with both employer and training provider to understand what good evidence looks like, and reviewing progress regularly against the standard's knowledge, skills and behaviours, will make the gateway readiness check far more straightforward when the time comes.
Choosing a provider
What good looks like
Look for providers with an achievement rate above 65% on their FATP profile; above 75% is a strong signal for a standard at this level and duration. Because the work is practice-led, good providers run live or realistic simulated sourcing exercises rather than purely classroom theory. Check that employer satisfaction scores are high and that learner reviews mention hands-on experience with job boards, applicant tracking systems (ATS), and telephone screening. Providers who work regularly with recruitment agencies or in-house talent teams are better placed to reflect real working conditions.
Red flags to watch for
Be cautious if a provider has high learner volumes but a declining or below-average achievement rate; at 12 months this standard should not see high dropout. Vague answers about which ATS platforms or sourcing tools apprentices practise on are a warning sign, as is off-the-shelf content that never references live vacancy work. If a provider cannot give examples of past apprentices who moved into resourcer or junior consultant roles, that matters. Unusually large cohorts with little employer-specific curriculum adaptation are also worth querying.
Questions to ask before you commit
- What job boards, ATS platforms, and sourcing tools will the apprentice work with during training?
- How do you structure the training around our actual live vacancies, or do apprentices work on simulated briefs?
- What is your current achievement rate for this standard, and how has it changed over the last two years?
- Can you share examples of what previous apprentices went on to do after completing?
- How do your coaches or tutors keep current with recruitment practice, given how quickly sourcing methods change?
- How many apprentices do you typically put through this standard per cohort, and how much contact time does each get?
- What support do you offer if an apprentice is struggling to meet the off-the-job training hours alongside a busy desk?
Common questions
What are the entry requirements for the Recruitment Resourcer apprenticeship?
There are no fixed national entry requirements set for this standard, so employers and training providers set their own. Most expect a reasonable level of English and maths, and you may need to achieve functional skills qualifications during the programme if you do not already hold GCSEs at the required grade. Applicants should be employed in a role that involves candidate sourcing, attraction or shortlisting activity to make the placement viable.
How long does the apprenticeship take and how is learning structured?
The typical duration is 12 months, though the actual length depends on your prior experience and how quickly you demonstrate the required competence. Learning happens alongside your job, so you remain employed throughout. Some of your working time is dedicated to off-the-job learning, such as training sessions, shadowing and study. The current specification on gov.uk sets out the precise requirements, as these details are subject to revision under ongoing reforms.
How is the Recruitment Resourcer apprenticeship assessed?
Before the end-point assessment, your employer and training provider confirm you have reached gateway, meaning you have demonstrated the knowledge, skills and behaviours set out in the standard. Assessment models for many standards are currently being updated, so check the gov.uk page for this standard to confirm the exact methods in use. Typically, end-point assessment includes an interview or professional discussion and a portfolio or work-based observation to test real competence.
How does an employer pay for this apprenticeship?
The funding band for this standard is £5,000, which is the maximum government contribution towards training costs. Larger employers using the apprenticeship levy pay from their levy account. Smaller employers co-invest with the government, typically contributing 5% of the training cost, with the government covering the rest. If you are a small employer taking on an apprentice aged 16 to 18, training costs are fully covered by government funding. Speak to your chosen provider about payment arrangements.
What does a Recruitment Resourcer actually do during the apprenticeship?
Day-to-day work centres on finding and attracting candidates for open vacancies. That includes writing and posting job adverts, searching databases and social media platforms for suitable profiles, screening CVs, conducting initial candidate calls, and maintaining accurate records in a recruitment system. The apprentice also communicates with hiring managers to understand role requirements and keeps candidates informed throughout the process, building the practical skills needed to support a full recruitment desk.
What can a Recruitment Resourcer do after completing the apprenticeship?
Completing this apprenticeship is a common stepping stone into a full Recruitment Consultant role, which has its own Level 3 apprenticeship standard. From there, progression can lead into senior consultant, team leader or account management positions within an agency or in-house recruitment team. Some apprentices move into HR or talent acquisition roles within larger organisations. The skills gained in sourcing and candidate management transfer across sectors, giving reasonable flexibility in where you take your career next.
14 approved providers
Providers with a published achievement rate for this standard first, highest rate at the top. Providers without a published rate for this standard follow.
Aurelia Training is an established training provider that has delivered government-funded qualificat...
AM2PM is a UK-based recruitment and workforce solutions specialist that also delivers apprenticeship...
GLP Training is a UK-based training provider offering apprenticeship and skills programmes designed ...
Recruitment Juice is a specialist training provider focused on improving performance in the recruitm...
The NVQ Training Centre is a national specialist in construction-based NVQ training, delivering on-s...
Davidson Training UK Ltd is a specialist apprenticeship training provider offering programmes across...
Juniper Training is a UK training provider with over 40 years’ experience offering apprenticeships a...
RM Training is an apprenticeship and training provider established in 2008 and based in Southend-on-...
Abingdon & Witney College is a further and higher education college in Oxfordshire offering a wide r...
GEM Partnership is a UK-based provider of recruitment and training services that offers a structured...
DBC Training is an independent training provider that has been supporting people into employment and...
Penshaw View provides apprenticeship training and wider workforce development services designed to h...
Optimum Skills is a North East-based training and apprenticeship provider offering flexible programm...
ESTAR Group is a specialist apprenticeship training provider focused on delivering high-quality prog...
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Is an apprenticeship the right route?
Not always. An apprenticeship funds 12-24 months of structured, assessed learning for someone in a role. If you need a skill in weeks, are training someone already senior, or the person is not on your payroll, a short commercial course can be the better instrument. When to choose an apprenticeship and when to choose a course.
Curated by Alex Lockey, FATP founder and editor.
Data updated 7 Sept 2026Written guidance reviewed
Sources include the apprenticeship's official specification on apprenticeships.gov.uk, Skills England standards and funding bands, Ofsted inspection reports, and provider data sourced directly from the public Apprenticeship Provider and Assessment Register (APAR). Standard reference: 218.
Some sections on this page were drafted with AI assistance from published source data and reviewed by a human editor before publication. See our editorial methodology for how we maintain this content. Spotted something out of date? Tell us.